Contract Between
Edgewater Park Tp B/E-Burlington
- and -
Edgewater Park EA
* * *
07/01/2004 thru 06/30/2007


CategorySchool District
UnitClerical, Teaching/Professional Staff

Contract Text Below
AGREEMENT

2004 - 2007

Edgewater Park Board of Education
and
Edgewater Park Education Association

Ratified by
Edgewater Park Board of Education
December 7, 2004

Ratified by
Edgewater Park Education Association
November 30, 2004



Edgewater Park Board of Education:

Ray Rebilas - President
Matthew Coyle - Vice-President
John Alexander
Donna Atzert
Gerald Gares
Lester Holley
Jeffrey Jacobs
Robert Notigan
Susan Strasser


Edgewater Park Education Association:

Pamela DeSanto - President
Karen Kaluhiokalani- Vice President
Mindy Janson - Recording Secretary
Charlotte Fitzpatrick- Corresponding Secretary
Sherry Spezzano - Treasurer

Negotiations Committee:

Board of Education: Robert Notigan
              Matt Coyle
          Donna Atzert

    Education Association: William Scott Reed
            Pamela DeSanto
    Joyce Brown
                June Farley
                Stephanie Fry
                Charlotte Fitzpatrick
                Mary Jean Kashmer
                Laura Pregler




    TABLE OF CONTENTS
    PREAMBLE1
    ARTICLE
    1.
    Recognition1
    ARTICLE
    2.
    Negotiation Procedure2
    ARTICLE
    3.
    Grievance Procedure2
    ARTICLE
    4.
    Teacher Rights5
    ARTICLE
    5.
    Association Rights & Privileges6
    ARTICLE
    6.
    Teacher/Secretary Work Year/Vacation7
    ARTICLE
    7.
    Teaching Hours & Teaching Load7
    ARTICLE
    8.
    Class Size8
    ARTICLE
    9.
    Specialists9
    ARTICLE
    10.
    Non-Teaching Duties9
    ARTICLE
    11.
    Teacher/Secretary Employment10
    ARTICLE
    12.
    Salaries10
    ARTICLE
    13.
    Voluntary Transfers & Reassignments11
    ARTICLE
    14.
    Involuntary Transfers & Reassignments12
    ARTICLE
    15.
    Promotions12
    ARTICLE
    16.
    Teacher/Secretary Evaluation13
    ARTICLE
    17.
    Teacher Facilities14
    ARTICLE
    18.
    Teacher - Administration Liaison14
    ARTICLE
    19.
    Sick Leave15
    ARTICLE
    20.
    Temporary Leaves of Absence16
    ARTICLE
    21.
    Extended Leaves of Absence17
    ARTICLE
    22.
    Professional Development & Educational Improvement18
    ARTICLE
    23.
    Maintenance of Classroom Control & Discipline21
    ARTICLE
    24.
    Insurance Protection21
    ARTICLE
    25.
    Personal & Academic Freedom22
    ARTICLE
    26.
    Deduction From Salary22
    ARTICLE
    27.
    Miscellaneous Provisions24
    ARTICLE
    28.
    Duration of Agreement25
    SCHEDULE
    A-1
    Salary Guide 2004 - 200526
    SCHEDULE
    A-2
    Salary Guide 2005 - 200627
    SCHEDULE
    A-3
    Salary Guide 2006 - 200728
    SCHEDULE
    B
    Honorariums & Extra Curricular Activities Compensation29
    SCHEDULE
    C
    Hospitalization29
    SCHEDULE
    D
    Prescription Insurance29
    SCHEDULE
    E
    Dental Insurance30
    SCHEDULE
    F
    Fringe Benefits - Unused sick leave reimbursement30
    SCHEDULE
    G
    Fringe Benefits - attendance reimbursement30
    YEARS OF SERVICE VS. STEP ON GUIDE (New Employees)31
    STEP MOVEMENT 31-32
    SECRETARY SALARY GUIDE 2004-200733
    GRIEVANCE FORM34
    PREAMBLE

    This agreement entered into this 1st day of July 2004 by and between the Board of Education of Edgewater Park, the city of Edgewater Park, New Jersey, hereinafter called the "Board" and the Edgewater Park Education Association, hereinafter called the "Association".
    ARTICLE I
    RECOGNITION

    1:1 Pursuant to Chapter 123, Public Law 1974, the Board hereby recognizes the Association as the exclusive representative for collective negations concerning the terms and conditions of employment for all certificated/non-certificated personal included herein.
        a. Classroom Teachers
        b. Special Education Teachers
        c. Art, Music and Physical Education Teachers
        d. Reading Teachers
        e. Nurse
        f. Librarian
        g. Guidance
        h. Speech
        i. Home Economics
        j. Industrial Arts
        k. Learning Disability Teacher Consultant
        l. Social Worker
        m Secretaries
        n. All additional future employees having commonality to the unit as set forth above
        But excluding:
        a. Superintendent
        b. Board Secretary/Business Manager
        c. Principals
        d. Part-time Consultants
        e. Confidential Secretaries
        f. All other personnel of the school district not specifically enumerated in the inclusion set forth above.

    1:2 Unless otherwise indicated, the term "teachers" when used hereinafter in this Agreement, shall refer to all professional employees represented by the Association in the negotiating unit as above defined, and reference to teachers shall be deemed to include both the male and female, except when the context clearly limits the intent to one sex.

    1:3 Unless otherwise indicated, the term "secretaries" when used hereinafter in this Agreement, shall refer to all secretaries represented by the Association in the negotiating unit as above defined

    1:4 Unless otherwise indicated, the term "employee (s)" when used hereinafter in this Agreement, shall refer to all certificated and non-certificated personal represented by the Association in the negotiating unit as above defined

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    ARTICLE 2
    NEGOTIATION PROCEDURE

    2:1 The parties agree to enter into collective negotiations over a successor Agreement in accordance with Chapter 123. Public Law 1974, in good faith. Such negotiations should begin not later than October 15th of the calendar year preceding the so negotiated contract and it shall apply to all employees, to be reduced to writing, be adopted by the Association and the Board and signed by the Association and the Board.

    2:2 During negotiation, the Board and the Association shall present relevant data, exchange points of view and make proposals said counter-proposals. The Board shall permit the Association to inspect the following records, data and information of the Edgewater Park School District: an audit report, a complete list of "employees" names, salaries, and step on guide, and any anticipated state and federal funds.

    2:3 Neither party in any negotiations shall have any control over the selection of the negotiating representatives of the other party.

    2:4 This agreement shall not be modified in whole or in any part by the parties except by an instrument in writing duly executed by both parties.
    ARTICLE 3
    GRIEVANCE PROCEDURE

    3:1 A "grievance" shall mean a claim by an employee that there has been a misinterpretation, misapplication, or a violation of Board Policy, this Agreement, or an administration decision which is violative of either Board Policy or this Agreement and adversely affects him. A grievance, to be considered under this procedure, must be initiated by the employee within thirty (30) days of the time the employee knew or should reasonably have known of its occurrence.

    3:2 As used in this Article, the term "employee" shall mean (a) an individual employee, (b) a group of employees having the same grievance.

    3:3 It is agreed by both parties that these proceedings will be kept as informal and confidential at any level of this procedure.

    3:4 Failure at any step on this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance by the grievant of the decision rendered at that step.










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    3:5 It is understood that employees shall, during and notwithstanding the pending of any grievance, continue to observe all assignments and applicable rules and regulations of the Board until such grievance and any effect thereof shall have been fully determined.

    3:6 Since it is important that grievances be processed as rapidly as possible the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may be extended by mutual agreement.

    3:7 Any aggrieved person may be represented at all stages of the grievance procedure by himself, or at his option by a representative selected or approved by the Association.

    3:8 When an employee is not represented by the Association in the processing of grievance, the Association shall at the time of submission of the grievance at Level two be notified that the grievance is in process, have the right to be present and present its position in writing at all meetings with the employee held concerning the grievance, and shall receive a copy of all decisions rendered.

    3:9 Level one - Any employee who has a grievance shall discuss it first with his principal, immediate supervisor or department head, if applicable, in an attempt to resolve the matter informally at that level.

    3:10 Level two - If as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five (5) school days, he may set forth his grievance in writing to his Principal on the grievance forms provided. The Principal shall communicate his decision to the employee in writing within five (5) school days of the receipt of the written grievance. (Sample grievance form on the last page.)

    3:11 Level three - The employee, no later than five (5) school days after the receipt of the Principal's decision, may appeal the Principal's decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing, reciting the matter submitted to the Principal as specified above, and his or her dissatisfaction with the decisions previously rendered. The Superintendent shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) school days. The Superintendent shall communicate his decision in writing to the employee and the Principal.

    3:12 Level four - If the grievance is not resolved to the employee's satisfaction, he, no later than five (5) school days after the receipt of the Superintendent's decision, may request a review by the Board of Education. The request shall be submitted in writing through the Superintendent of Schools, who shall attach all related papers and forward the request within five (5) school days to the Board of Education. The Board shall review the grievance and shall, at the option of the Board or upon request of the employee, hold a hearing with the employee and render a decision in writing within 45 calendar days of the receipt of the grievance by the Board or of the date of the hearing with the employee, whichever comes later.







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    3:13 Level five - No claim by an employee shall constitute a grievable matter beyond Level four or be processed beyond Level four if it pertains to (a) any matter for which a detailed method of review is prescribed by law or (b) any rule or regulation of the State Commissioner of Education or (c) any existing by-laws of the Board of Education or (d) any matter which according to law is beyond the scope of Board authority or limited to unilateral action of the Board alone (e) any complaint of a non-tenure teacher which arises by reason of his not being reemployed (f) or a complaint by any certificated personnel occasioned by lack of appointment to or lack of retention in any position for which tenure is either not possible or not required. If the employee is dissatisfied with the decision of the Board of Education and only if the grievance pertains to an alleged violation of this Agreement between the Board and the Association, the employee may request the appointment of an arbitrator, such request to be made known to the Superintendent no later than two weeks after the decision, in writing of the Board of Education, was known.

    An employee in order to process his/her grievance beyond Level four, must have his/her request for such action accompanied by the written recommendation for such action by the Association.

    Such request can be honored only if the grievant or grievants and the Association representing them waive the right, if any, in writing of said grievant or grievants and the Association representing them to submit the underlying dispute to any other administrative or judicial tribunal, except for the purpose of enforcing the arbitrator's report.

    3:14 The following procedure will be used to secure the services of an arbitrator:

    A request will be made to the American Arbitration Association to submit a roster of persons qualified to function as an arbitrator in the dispute in question.

    If the parties are unable to determine a mutually satisfactory arbitrator from the submitted list within ten (10) days, they will request the American Arbitration Association to submit a second roster of names.

    If the parties are unable to determine a mutually satisfactory arbitrator from the second submitted list within ten (10) days, the American Arbitration Association may be requested by either party to designate an arbitrator.

    The arbitrator shall limit himself to the issues submitted to him and shall consider nothing else. He can add nothing to, nor subject anything from the Agreement between the parties or any policy of the Board of Education. The findings of the arbitrator shall be binding upon the parties. Only the Board, the aggrieved, his representatives and the Association shall be given copies of the arbitrator's report. This shall be accomplished within thirty (30) days of the completion of the arbitrator's hearings.

    If requested by either of the parties, the arbitrator will first decide the question of arbitrariness of the issue prior to entering into a hearing concerning the dispute.









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    3:15 Forms pertaining to the filing of grievances shall be prepared by the Superintendent or his designee after consultation with the Association.

    3:16 Each party shall bear the total cost incurred by themselves.

    3:17 The fees and expenses of the arbitrator are the only costs which will be shared by the two parties and such costs will be shared equally.

    3:18 When prepared, grievance forms shall contain at least (a) the nature of the grievance and approximate date of occurrence, (b) the nature and extent of the injury, loss or inconvenience, (c) the results of previous discussions and (d) his dissatisfaction with decision, previously rendered and (e) the relief sought by the grievant.

    3:19 The Edgewater Park Education Association and the School Board agree that differences between the parties shall be settled by peaceful means as provided within this Agreement. The Edgewater Park Education Association, in consideration of the value of this Agreement and its terms and conditions, will not engage in, instigate, or condone any strike, work stoppage, or any concerted refusal to perform normal work duties on the part of any employee covered by this Agreement for the duration of this Agreement.
    ARTICLE 4
    EMPLOYEE RIGHTS

    4:1 Pursuant to Chapter 123, Public Law 1974, the Board shall not discriminate against any employee for participation in the Association or its affiliates.

    The Board and Association agree that where professional disputes exist or arise between employee and administrator, such disputes will be resolved in private.

    4:2 Except for just cause, an employee shall not be disciplined.

    4:3 Whenever any employee is requested to appear for a formal hearing before the Superintendent, Board or any Committee or Member thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, position, or employment, of the salary or any increments pertaining thereto, he/she shall be given written notice of the reasons five (5) working days prior to such meeting or interview and shall be entitled to have a representative of his choosing present to advise him/her and represent him/her during a meeting or interview. Any suspension of an employee pending charges shall be with pay.









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    4:4 No employee shall be prevented from wearing appropriate pins or other identification of membership in the Association or its affiliates.

    4:5 Nothing contained herein shall be construed to deny or restrict to any employee such rights as he may have under New Jersey School Laws or other applicable laws.

    4:6 The teacher shall maintain the right to determine grades according to the grading policy as set forth in the Edgewater Park Board of Education Policy Manual.
    ARTICLE 5
    ASSOCIATION RIGHTS AND PRIVILEGES

    5:1 The Board shall permit the Association to inspect the following records, data and information of the Edgewater Park School District an audit report, a complete list of "Employees" names, salaries, and step on guide, and any anticipated state and federal funds.

    5:2 Whenever any representative of the Edgewater Park Association or any employee is mutually scheduled by the Board and the Association to participate during working hours in negotiations, grievance proceedings, conferences or meetings, he shall suffer no loss in pay.

    5:3 The Association and its representative shall have the right to use school buildings at all reasonable hours for meetings. A request to the principal of the building in question shall be made in advance of the time and place of all such meetings.

    5:4 The Association shall have the right to reasonable use of school equipment used by the general school public at reasonable times when such equipment is not otherwise in use. The Association shall pay for the repairs necessitated as a result thereof.

    5:5 The Association shall have, in each school building, the use of a bulletin board in each faculty lounge. All Association materials shall be properly identified by the person posting said materials. The Superintendent shall have the right to request removal of all materials that are identified objectionable.

    5:6 The Association shall have the right to use the interoffice mail facilities, Email and school mailboxes as it deems necessary with the approval of the Superintendent and/or Principal. Such approval shall not be unreasonably withheld.

    5:7 All orientation programs for new employees sponsored by the Board shall include scheduled time for a representative of the Association to present the program of the Association.

    5:8 The rights and privileges of the Association and its representative as set forth in Article V shall be granted to the Association as the exclusive representative of the employees and to no other employee organizations.







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    ARTICLE 6
    TEACHER/SECRETARY WORK YEAR/VACATION
    6:1 The in-school work year for teachers employed on a ten (10) month basis shall not exceed 185 days, of which a maximum of 180 days will involve student contact time.

    6:2 The in-school work year shall include days when pupils are in attendance, orientation days and any other days on which teacher attendance is required.

    6:3 The school calendar shall be reviewed each year with the Administration prior to its presentation to the Board by the Superintendent. The Association will have the right to suggest to the Superintendent changes that they feel will reflect positively on the total operation of the school system. If there is a situation which necessitates a change in the calendar, the Superintendent shall consult with the Association when possible.

    6:4 Secretaries 12 or 10 month shall work on the same days that teachers work from September through June ( school calendar ). However, the administration has the right to decide if secretaries are needed to assist them during any holiday season.

    6:5 Secretaries (12 month ) shall have Labor day and the 4th of July off. If the 4th of July falls on a weekend, then the closest day (Friday or Monday) will be given off.

    6:6 Secretaries (12 month) shall have the following vacation schedule with pay set forth below
    a. Vacation schedules will be arranged and coordinated with an employees immediate
          supervisor and be submitted to the Superintendent of Schools and Business Manager
          for approval .
    b. Schedules
        Two (2) weeks after the first full year
          Three (3) weeks with the beginning of the fifth year
    Four (4) weeks with the beginning of the tenth year
    c. Secretaries who are entitled to two (2) weeks vacation with pay may also have the option
          of taking one (1) or two (2) weeks additional vacation without pay. Those employees who are entitled to three (3) weeks vacation with pay may take one (1) additional week
          without pay. The immediate supervisor must agree upon additional vacation weeks.
    ARTICLE 7
    TEACHING HOURS AND TEACHING LOAD/SECRETARIES HOURS

    7:1 As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities. Teachers shall initial the official check in - check out sheet upon entering and leaving the building. The in-school workday for teachers shall not consist of more than seven (7) hours.

    7:2 Parent-Teacher Meetings - The Association and the Board join in encouraging all faculty members to attend their school's P.T.O. meetings.

    7:3 Employees may leave their building without requesting permission during their scheduled duty-free lunch periods.
    7:4 An Association representative may speak to the teachers during any faculty meeting for at least ten (10) minutes on the request of the representative. Any teacher may leave if he or she desires.
    7:5 The notice of an agenda for any meeting shall be given to the teachers involved at least two (2) days prior to the meeting. The teacher shall have the opportunity to suggest items for the agenda.

    7:6 The Board and the Association agree that the extra-curricular activities listed in Schedule B are educationally worthwhile.
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    7:7 Teacher participation in extra-curricular activities shall be voluntary and shall be compensated according to the rate of pay in Schedule B.

    7:8 The Board shall provide teachers with a minimum of five (5) forty (40) consecutive minute periods for preparation time, one (1) uninterrupted preparation period for each day school is in session, with a minimum of 200 minutes per week.

    The unassigned period is a professional time provided for each teacher to engage in activities related to his/her teaching responsibilities, such as planning, conferring with parents, students, administrators or other staff members. No one is to leave the building during unassigned time without administrative approval.

    All teachers shall have a duty-free forty-five (45) minute lunch period.
    All secretaries shall have a duty-free sixty (60) minute lunch period.

    7:9 All teachers who voluntarily give up their preparation period to cover other classes will be compensated for the lost preparation period at ($30),($32.50),($35) per hour for each year of the contract respectively or (.50), (.54),(58) per minute for each year of the contract respectively. Volunteers will be placed on a list. Teachers on the list certified to teach the course being covered will be assigned first. If available; if not, the teachers will be assigned on a rotating basis.

    7:10 Field trips shall be scheduled and implemented in a manner which shall be mutually agreed upon by the teachers participating in them consistent with Board policy.

    7:11 Departmentalized teachers shall not be required to teach more than two (2) subject areas, nor more than a total of three (3) teaching preparations.

    7:12 All secretaries shall work 7 hours per day plus 1 hour for lunch. There are two secretaries in each building or area that will rotate during the summer on the following basis:
    Secretaries (12 month) one secretary will work from 8:00 to 3:00 Monday-Thursday with 30 minutes for lunch and on Friday will work from 8:00 to 12:00 with no lunch. The other secretary will work from 8:00 to 3:00 Monday-Friday with 1 hour for lunch. They will rotate these two schedules weekly. They will coordinate this with their vacation schedules in an equitable manner. They will coordinate their schedule with their immediate supervisor. Summer hours start the day after school closes and end on the Friday before Labor day.

    7:13 All secretaries shall be entitled to one uninterrupted break period of 15 minutes in the morning and one uninterrupted break period of 15 minutes in the afternoon.
    ARTICLE 8
    CLASS SIZE
    8:1 The Board will endeavor to conform to the class size of twenty-five (25) pupils per class in all classes except health and physical education in kindergarten through eighth grade within the realm of economic ability.

    8:2 The Board will endeavor to conform to the normal size for health and physical education classes fifty (50) students.
    8:3 However, the provisions of this Article shall not be subject to the arbitration provisions set forth in Article 3 of this Agreement.






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    ARTICLE 9
    SPECIALISTS

    9:1 The Board will endeavor to maintain the number of Specialists presently employed.

    9:2 The Board agrees at all times to maintain an adequate list of substitute teachers who shall be provided with appropriate orientation and training by the administration to help them instruct the classes they cover.

    9:3 However, the provisions of this Article shall not be subject to the arbitration provisions set forth in Article 3 of this Agreement.


    ARTICLE 10
    NONTEACHING DUTIES

    10:1 The Board and the Association acknowledge that a teacher's primary responsibility is to teach and that his energies should, to the extent possible, be utilized to that end.

    10:2 The Board agrees to continue its present policy of not requiring teachers to perform the following duties;
        a. The following nonprofessional assignments; supervision of playground hall duty during lunch period, bus loading and unloading, handling or inventorying of books, except in their respective classrooms and keeping registers.

    10:3 The Board agrees to have machine scored those standardized tests which are administered to a group.

    10:4 The Board shall maintain the present practice not requiring the teachers to count collected money.

    10:5 Teachers shall not be required to drive students to activities which take place away from the school building.














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    ARTICLE 11
    TEACHER/ SECRETARY EMPLOYMENT

    11:1 Prior teaching experience, related educational experience or military service credit shall be negotiated individually with new employees. The credit agreed upon shall serve as the base from which future progress on the salary schedule will occur.

    A teacher shall not be placed on the salary guide above any existing teacher with the same number of professional teaching years. All placements will be based on supporting documentation.

    A secretary shall not be placed on the salary guide above any existing secretary with the same number of public school years. All placements will be based on supporting documentation.


    11:2 Employees with previous teaching experience in the Edgewater Park School District shall, upon returning, receive salary credit for said experience and shall be restored be their proper place on the salary schedule.

    11:3 Unused sick leave days previously accumulated while in the service of the Edgewater Park School District will be restored to all employees returning from approved leaves of absence.

    11:4 Employees shall be notified of their contract and salary status for the ensuing year not later than May 15th.

    11:5 Teachers shall be given notice of their tentative teaching assignment for the next school year five (5) working days prior to the close of the present school year.
    ARTICLE 12
    SALARIES

    12:1 The salaries of all teachers covered by this Agreement are set forth in Appendix A which is attached hereto and made a part thereof.

    12:2 Employees employed on a ten (10) month basis/(12) month basis shall be paid in twenty (20)/(24)equal semi-monthly installments in the manner now followed. Employees can elect to have direct deposit for paychecks.

    12:3 Employees may individually elect to have any legal amount of their gross monthly salary deducted from their pay monthly and paid directly to an interest bearing account consistent with pay period. Notice must be given in writing to the Secretary of the Board on or before September 10th of each academic year.








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    Employees may individually elect to have a portion of their gross monthly salary deducted from their pay and deposited to their credit in ABCO as is presently established.

    12:4 When a pay day falls on or during a school holiday, vacation, weekend or Monday, employees shall receive their pay checks on the last previous working day.

    12:5 Teachers shall receive their final checks on the last working day in June provided the Principal's checklist is complete and provided they have completed all professional responsibilities.

    12:6 As in the past, the Board of Education may withhold the salary raise and/or increment of any teacher upon the recommendation of the Superintendent in accordance with and governed by the New Jersey Law (RS 18A:29-14).

    12:7 Procedures for withholding the salary raise and/or increment:
        a. A hearing will be held before the Board of Education.
        b. If the matter is not resolved at a hearing with the Board, the steps outlined by New Jersey Law (RS 18A:29-14) shall be followed


    12:8 Transportation approved by the Superintendent will be paid at the rate consistent with the deduction allowed for mileage by the IRS.

    12:9 Travel
        a. Those whose jobs retire travel within the district will be paid at the prevailing IRS rate per, mile.
        b. Approved travel outside the district will be compensated at the prevailing IRS rate per mile.
    ARTICLE 13
    VOLUNTARY TRANSFERS AND REASSIGNMENTS

    13:1 At least one day before spring recess of each school year the Superintendent shall make available to the Association and post in all school buildings a list of the vacancies which occur during the following school year as known at that time.

    13:2 Teachers who desire a change in grade or subject assignment or who desire to transfer to another building may file a written statement of such desire with the Superintendent not later than ten (10) school days after notice is posted. Such statement shall include the grade and/or subject or school to which he desires to be transferred in order of preference.








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    13:3 In the determination of requests for voluntary reassignments and/or transfer, the wishes of the individual teacher shall be honored to the extent that the transfer does not conflict with the instructional requirements and best interests of the school system as determined by the Superintendent. If a teacher's request for transfer has been denied, a renewed or subsequent request may be made in the following school year.

    13:4 Final determination relative to transfer is vested with the Board and shall not be subject to the arbitration provisions set forth in Article 3 of this Agreement.
    ARTICLE 14
    INVOLUNTARY TRANSFERS AND REASSIGNMENTS

    14:1 Notice of involuntary transfer or reassignment shall be given as soon as practical before the end of the school year or as soon thereafter as the involuntary transfers and/or reassignment occurs.

    14:2 In the event that the employee objects to the transfer or reassignment, and upon request of the employee, the Superintendent shall meet with him and discuss said transfer and/or reassignment. The employee may request a representative of the Association to be present.

    14:3 Final determination relative to transfer is vested with the Board and shall not be subject to the arbitration provisions set forth in Article 3 of this Agreement.
    ARTICLE 15
    PROMOTIONS

    15:1 All vacancies including summer school teachers shall be adequately published by the Superintendent in accordance with the following procedures.

    15:2 When school is in session a notice shall be posted in each school as far in advance as practical, ordinarily at least ten (10) school days before the final date when applications are to be submitted. A copy of said notice shall be given to the Association at the time of posting. Employees, who desire to apply for such vacancies within a time limit specified in the notice, will apply to the Superintendent, who shall acknowledge receipt of applications.

    15:3 Employees who desire to apply for a vacancy which may be filed during the summer period when the school is not regularly in session, shall submit their names to the Superintendent together with a position for which they desire to apply, and an address and phone number, where possible, where they may be reached during the summer. The Superintendent shall notify employees of any vacancy and position for which they desire to apply, if possible, and such notice shall be sent as far in advance as practical, ordinarily twenty-one (21) days before the final date when applications are to be submitted. In addition, the Superintendent shall, within the same period post a list of vacancies to the filled during the summer period at his office and a copy of such notice shall be given to the Association President.








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    15:4 Announcements of appointments shall be made immediately after approval by posting a list in the office of the Central Administration in each school building. The list shall be given to the Association and shall indicate which positions have been filled and by whom.

    15:5 Regularly employed teachers in the Edgewater Park School District will be given prior consideration for appointment to summer school teaching positions. A written letter of interest must be filed on or before the deadline set by the administrative staff. The teacher must have training, qualifications and requisite skills necessary to meet the needs, purposes and requirements of the summer program.
    ARTICLE 16
    TEACHER/SECRETARY EVALUATION

    16:1 All observation or evaluation of work performance of an employee shall be conducted openly and with full knowledge of the employee.

    16:2 Teachers shall be evaluated only by persons certified by the New Jersey State Board of Examiners to supervisors instructions.

    16:3 The evaluation and/or observation of non-tenure teachers will occur as follows:

    The building Principal will observe a teacher after which a written report will be made. Shortly thereafter the Principal will have a conference with said teacher. The strengths and weaknesses of said teacher and the recommendation of the Principal will be made part of the written report. The teacher will sign said report to indicate that he has seen it. The signature of the teacher is not to be construed as approval of the report. No written observation or evolution shall become part of the teacher's personnel file unless the teacher has been offered the opportunity to sign such report. In the event the teacher refuses to sign, the report may be filed signature notwithstanding and the Association President shall be notified. If deemed necessary by the Principal, continued observation and evaluation will occur and in the event a teacher fails to implement or consistently disregards the Principal's suggestions, the teacher may be put on probation and the Superintendent notified of such action.

    16:4 Supervisory report shall be presented to non-supervisory personnel by the Principal or counterpart supervisor periodically in accordance with the following procedures:
        a. Such reports shall be issued in the name of the building Principal and shall be addressed to the teacher.
        b. Such evaluations shall include strengths, weaknesses and specific suggestions for improvement.
        c. Such supervisory reports are to be provided for non-tenure teachers at least three times each year; the first not later than October 20, the second not later than January 20 & the third not later than March 20.


    16:5 Once every two years at the time of the review of his personnel file, a teacher shall have the right to indicate those documents and/or other materials in his file which he believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent or his designee and if, in fact, they are obsolete or otherwise inappropriate to retain, they shall be destroyed.

    The decision of the Superintendent shall be final in determining the value or obsolescence of such material.
    13
    16:6 Administrators will be encouraged to place in the file information of a positive nature indicating special competencies, achievements, performances or contributions of an academic, professional or civic nature. All material received from and signed by responsible sources concerning a teacher's conduct, service or character may be placed in the file.

    16:7 The Board agrees to protect the confidentiality of personal reference, academic credentials and other similar documents.

    16:8 Any complaints regarding a teacher made to any member of the administration by any parent, student or other person which are used in any manner in evaluating a teacher shall be promptly investigated and called to the attention of the teacher.

    16:9 Prior to any annual evaluation report, the immediate supervisor of a non-tenure teacher shall have had appropriate communication, including (but not limited to) all steps in Section 16:4, with said teacher regarding his performance as a teacher.

    16:10 a. The Board shall evaluate its secretaries of this bargaining unit at least once a year.

    b. A secretary shall receive a copy of his/her evaluation report.

        c. Conferences regarding the evaluation report will be held if requested by the secretary or evaluator. No such report shall be submitted to the central office, placed in the secretary's file, or otherwise acted upon until a requested conference regarding the evaluation report is held or until the evaluation report has been signed by the secretary. Conferences, when requested, shall be held within fifteen working days of the date of the evaluation, unless extended by mutual agreement.
    d. A signature is required of the secretary indicating receipt of the evaluation report.
        e. A secretary at his/her option shall have the right to append a written response to the evaluation within ten (10) days of receipt of the report.
    f. A copy of the evaluation shall be given to the employee, one day in advance of the conference.
      ARTICLE 17
      TEACHER FACILITIES

      17:1 During the 2004/2005 - 2006/2007 school years, each school shall maintain the present number of teacher lounges for the duration of the contract.

      17:2 Teachers may call by telephone a designated person until 11:00 P.M. and between 6:00 A.M. and 7:00 A.M. If possible to report unavailability for work. Once a teacher has reported unavailability, it shall be the responsibility of the administration to arrange for a substitute.
      ARTICLE 18
      TEACHER - ADMINISTRATION LIAISON

      18:1 The Administration shall select a Liaison Committee for each school building which shall meet with the Principal at least one a month during the school day for the duration of the school year to review and discuss local school problems and practices and to play an advisory role in the revision or development of building policies.

      14

      18:2 The Association's representative not to exceed five (5), shall meet with the Superintendent upon request during the school year to review and discuss current school problems and practices and the administration of this Agreement.

      18:3 Meetings held under this Article shall be at the time mutually agreeable to the parties.

      ARTICLE 19
      SICK LEAVE

      19:1 Title 18A:30-1
      DEFINITION OF SICK LEAVE
          Sick leave is hereby defined to mean the absence from his or her post of duty, of any person because of personal disability due to illness or injury, or because he or she has been excluded from school by the school district's medical authorities on account of a contagious disease or of being quarantined for such a disease in his or her immediate household.

      19:2 As of September 1, all teachers and all 10 month secretaries employed shall be entitled to ten (10) days sick leave. As of July 1, all 12 month secretaries employed shall be entitled to twelve (12) days sick leave each school year as of the first official day of employment whether or not they report for duty on that day. Unused sick leave days shall be accumulated from year to year with no maximum limit. Unused personal days shall be converted to accumulated sick days.

      19:3 Employees shall be given a written accounting of accumulated sick leave days on later than October 1 of each school year.

      19:4 The Board may require a doctor's certificate of illness after five (5) consecutive days of absence for illness.

      19:5 Title 18A:30-6
      PROLONGED ABSENCE BEYOND SICK LEAVE PERIOD
          When absence, under the circumstances described in Section 18A:30-1 of this Article, exceeds the annual sick leave and the accumulated sick leave, the Board of Education may pay any such person each day's salary less the cost of a substitute, if a substitute is employed or if the estimated cost of the employment of a substitute if none is employed, for such length of time as may be determined by the Board of Education in each individual case. A day's salary is defined as 1/200 for 10 month and 1/240 for 12 month of the annual salary.

      19:6 All requests for prolonged absence beyond sick leave must be in writing to the Board.











      15


      ARTICLE 20
      TEMPORARY LEAVES OF ABSENCE

      20:1 As of the beginning of the 2004-2007 school years, employees shall be entitled to the following leaves of absence with full pay each school year:
          1. Secretaries shall be entitled to four (4) personal days plus one (1) floating day for the employee’s birthday. Four (4) days leaves for teachers for personal, legal, religious, business, household or family matters which require absence during school hours. Application to the employees Principal or other immediate superior for personal leave shall be made at least one (1) day, twenty-four (24) hours, before taking such leave (except in the case of emergencies) and the applicant for such leave shall not be required to state the reason for taking it under this section. After the third consecutive day the leave request must be sent in writing for Superintendent's approval.
              a. A maximum of five (5) employees per school will be granted personal leave on any one day. In the event that more than five (5) employees apply for personal leave on any one day, leave shall be granted to the five (5) employees whose applications are first received. This maximum shall not apply on religious holidays.
              b. Except in case of emergency, no personal leave shall be granted the day before or the day after a holiday. If an emergency does occur the day before or the day after a holiday, the circumstances of the emergency must be stated.
          2. In the case of death of a member of the immediate family (immediate family as here used means husband or wife, parents, brothers, sisters, own children, grandparents and close in-law relatives) of any employee, or the death of any relative who has lived in the home of the employee for some time preceding the death, such employee shall be excused without loss of pay for a period of five (5) working days. Secretaries shall be excused without loss of pay for a period of one (1) day for the death of a nephew, niece, uncle or aunt. Additional leave may be requested of the Board according to the need. Upon death in the family, the employee is requested to arrange the details of absence from school with the building Principal. In the event of the death of an employee or student in the Edgewater Park School District, the Principal or immediate superior of said employee or student shall grant to an appropriate number of employees sufficient time off to attend the funeral.
          3. The Superintendent may deny or delay said personal leaves if the operational needs of the district dictate such action.
          4. Time necessary for appearances in legal proceeding if the employee is required by law to attend unless said appearance is related to dismissal charges against said employee. Application for legal days must be submitted in writing to the Superintendent for approval.








      16


          5. Time necessary for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard.
          An employee shall be paid his regular pay in addition to any pay which he receives from the State or Federal Government.
          6. Other leaves of absence with pay may be granted by the Board for good reason.

      20:2 Leaves taken pursuant to Section 20:1 above shall be in addition to any sick leave to which the employee is entitled.

      ARTICLE 21
      EXTENDED LEAVES OF ABSENCE

      21:1 A leave of absence without pay of up to two (2) years shall be granted to any teachers who serves as an exchange teacher or accepts a Fulbright Scholarship.

      21:2 Military leave without pay shall be granted to any teacher who is inducted or enlists in any branch of the armed forces of the United States for the period of said service and three (3) months thereafter, or three (3) months after recovery of any wound or sickness at time of discharge.

      21:3 Maternity Leave
          3.1 Maternity leaves without salary shall be granted to employees having tenure in office.
          3.2 Applications for a maternity leave shall be made to the Principal not later than thirty (30) days prior to the effective date of leave requested.
          3.3 Maternity leaves shall continue for one (1) year from the time of initial absence and as much longer as may be necessary to extend the leave to the opening of the next school year. The Board may permit an employee to return to duty earlier if the best interest of the schools is served thereby.
          3.4 Maternity leave set forth in 21:3 - 21:3.3 shall be obtained unless changed by law (Family & Medical Leave Act of 1993).
          3.5 Any male/female employee, having tenure, adopting an infant child shall receive similar leave which shall commence upon her receiving defacto custody of said infant, or earlier if necessary to fulfill the requirements for the adoption.

      21:4 A leave of absence without pay of up to one (1) year shall be granted to any employee under tenure for the purpose of caring for a sick member of the employees immediate family. Additional leave may be granted at the discretion of the Board. (Family & Medical Leave Act of 1993).








      17


      21:5 Other leaves of absence without pay may be granted by the Board for good reason.
          5.1 Upon return from leave granted pursuant to Section 21:1 and 21:2 of this Article, a teacher shall be considered as if he were actively employed by the Board during the leave and shall be placed on the salary schedule at the level he would have achieved if he had not been absent. A teacher shall not receive increment credit for time spent on leave granted pursuant to Sections 21:3, 21:4 and 21:5 of this Article.
          5.2 All benefits to which a teacher was entitled at the time his leave of absence commenced,
          including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored to him upon his return and he shall be assigned to the same position which he held at the time said leave commenced, if, or, if not, to a substantially equivalent position.

      21:6 All extensions or renewals of leaves shall be applied for in writing, and, if granted, shall be in writing. Leaves under Sections 21:1 and 21:4 of this Article may be denied by the Board on the basis of operational need.

      ARTICLE 22
      PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

      22:1 For the duration of this Agreement, the Board agrees to pay the cost of tuition and other reasonable expenses incurred in connection with any courses, workshops, seminars, conferences, in-service training sessions or other such sessions which an employee is required and/or requested by the Administration to take other than for certification requirements after approval by the Board.

      22:2 Sabbatical Leave of Professional Improvement
          1. A sabbatical leave with pay may be granted to a teacher for professional study, or for travel combined with professional study under the auspices of a college or university, or for reasons which the Board may consider to be of value in improving instruction in the school district, subject to the following regulations and conditions.
          a. The leave shall be granted for one school year.
              b. Sabbatical leave will not be granted to holders of emergency or provisional certificates in their teaching assignment.
              c. Sabbatical leave will be granted only to teachers who have completed seven consecutive full-time years of service in the school district prior to the effective date of said leave, or since his/her last prior sabbatical leave, if any.









      18



              d. Sabbatical leave will be granted to one teacher in the district at any one time. If more than one teacher requests such leave, selection shall be made on the basis of seniority. Seniority shall represent the total number of years of service in the district.
              e. A teacher on sabbatical leave under this section will receive 65% of the contract salary, which he/she would have received had he/she remained on active duty, less such regulations, state and federal statutes, the rules and regulations of the State Board of Education and the Commissioner of Education and the terms of this agreement.
              f. The schedule of payments for a teacher on sabbatical leave will be just as though he/she were on active duty in the school district.
              g. Before receiving sabbatical leave the teacher shall agree in writing with the Board that he/she will meet the conditions herein prescribed and that he/she will return to regular service with the Board after the expiration of said leave for a period not less than one full school year and, that, in the event of breach of said agreement by-him/her, all sums paid him/her during his/her leave shall become due and payable immediately to the Board in proportion to the unfilled portion of his/her two-year commitment except that such provision shall not apply in the event of temporary or permanent disablement upon return to duty, nor shall it apply to the estate in the event of death.
              h. Application for sabbatical leave shall be made by March 1 in the school year preceding the sabbatical leave if for a full school year. The application must include a carefully developed plan for study or travel combined with study. Evidence that the teacher has been accepted into a program shall be presented to the Board no later than April 1.
          i. Leave will be in the field of the teacher's subject area or certification.
              j. At the beginning of each semester, the teacher must submit evidence of registration in an approved college or university. The teacher shall be enrolled in a sufficient number of courses to meet the residency requirements of the college or university.
















      19


              k. Regular attendance in the planned program is required. If the teacher on Sabbatical leave fails to meet the attendance requirements of the college or university or withdraws from the program, or demonstrates unsatisfactory progress in his/her program, he/she shall immediately notify the Board, at which time all payments for sabbatical leave will be stopped, and the teacher continues on sabbatical leave without pay.
              l. At the conclusion of each semester, the teacher shall submit transcripts of credits indicating satisfactory progress.
              m. The teacher granted a sabbatical leave shall be eligible for the following employment considerations upon return:
                  (1) The salary increment and longevity will be added as if he/she had been in the Board's active employment during the time of such leave.
                  (2) Accumulated sick leave held immediately prior to such leave shall be retained.
              n. All requests for sabbatical leave must be recommended by the Superintendent of Schools and approved by the Board of Education.

      22:3 Credit Subsidy
          An employee taking and completing courses in an NCATE accredited college or university pertaining to current or potential teaching assignments or in the field of education, (i.e. school administration, professional support services, educational certification and/or endorsements ) will be granted a tuition subsidy of 100% of the Rutgers State College rate per employee per year beginning in 2004 upon successful completion of the course, subject to the following:
          a. Application must be made to the Superintendent of Schools prior to course registration.
          b. The application for reimbursement must be supported by a transcript of credits and bursar's receipt, indicating successful completion of the course(s) and the tuition fee paid.
          c. Courses must have been taken during the fiscal year for which the subsidy is claimed.
          d. The employee must continue employment in the district for one school year following the semester for which a subsidy is claimed or received. No remittance is due to the Board in the event of disability or death.
          e. District Cap on Professional Development and Educational improvement:
      2004-2005 = $41,000, 2005-2006 = $42,000, 2006-2007 = $43,000

        Support Staff- Secretaries
            Reimbursement for tuition payments for college, providing the courses are job related, and each case will be reviewed individually and will be reimbursed at the Burlington County Community College undergraduate rate. $1,000 will be given to each secretary with 60 college credits.



        20




        ARTICLE 23
        MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE

        23:1 A student discipline policy shall be reduced to writing by the Superintendent and presented to each teacher at the start of each school year. It should reflect the duties and responsibilities of the Administration relative to the plan.

        23:2 When in the judgment of a teacher, a student requires the attention of the Principal, Assistant Principal, a counselor, psychologist, physician or other specialist, he shall so inform his principal or immediate superior. The principal or immediate superior shall arrange as soon as possible for a conference among himself, the teacher and an appropriate specialist to discuss the problem and to decide upon appropriate steps for its resolution.

        23:3 In the development of the system-wide discipline code, teachers shall contribute suggestions designed to make the code preventive rather than prescriptive.
        ARTICLE 24 - INSURANCE PROTECTION

        24:1 The Board agrees to provide health-care insurance consisting of a plan equal to or better than the State health Benefits Plan. The Board shall pay the premium for full family coverage.

        24:2 The Board agrees to make benefit payments upon reimbursement from the employee for a two year leave of absence for those employees that have a three year period of service.

























        21


        ARTICLE 25
        PERSONAL AND ACADEMIC FREEDOM

        25:1 The personal life of an employee is not an appropriate concern or attention, except as it may directly prevent the employee from performing his assigned functions during the workday.

        25:2 Employees shall be entitled to full rights of citizenship, and no religious or political activities of any employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the professional employment of such employee, providing said activities do not violate any Local, State or Federal law.

        25:3 The Board and Association agree that academic freedom is essential to the fulfillment of the purposes of the Edgewater Park School District and they acknowledge the fundamental need to protect teachers from any censorship or restraint, which might interfere with their obligation to pursue truth in the performance of their teaching functions.
        ARTICLE 26
        DEDUCTION FROM SALARY

        26:1 The Board agrees to deduct Association membership dues in accordance with present practice and State law relative to this matter.

        26:2 Agency Representation Fee
            The Board agrees to collect and forward to the Association an agency representation fee proportionate to annual dues for all non-members.
            a. Purpose of Fee
                If a covered employee does not become a member of the Association during any membership year (i.e., from September 1 to the following August 31) which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year. The purpose of this fee will be to offset the unit member's capita cost of services rendered by the Association as a majority representative.
            b. Amount of Fee/Notification
                Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for that membership year. The representation fee to be paid by non-members will be determined by the Association in accordance with the law.









            22
        C. Deduction and Transmission of Fee:
            1. Notification
                On or about the 15th of September of each year the Board will submit to the Association a list of all employees in the bargaining unit. On or about January 1 of each year the Association shall notify the Board of Education as to the names of those employees who are required to pay the representation fee.
            2. Payroll Deduction Schedule:
                The Board will deduct from the salaries of the employees referred to in Section C-1 the full amount of the yearly representation fee in equal installments beginning with the first paycheck in February.
            3. Termination of Employment:
                If an employee who is required to pay a representation fee terminates his or her employment with the Board before the Association has received full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said employee during the membership year in question.
            4. Mechanics:
                Except as otherwise provided in this Article, the mechanics for the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the transmission of regular membership dues to the Association.
            5. Changes:
                The Association will notify the Board in writing of any changes in the list provided for in Paragraph 1 above and/or the amount of the representation fee, and such changes will be reflected in any deductions made more than 10 days after the Board received said notice.
            6. New Employees:
                On or about the last day of each month, beginning with the month this Agreement becomes effective, the Board will submit to the Association, a list of all employees who begin their employment in a bargaining unit position during the preceding 30 day period. The list will include names, social security numbers, job titles, dates of employment and places of assignment for all such employees. The Board will also notify the Association of any change in the states of an employee regarding transfer, leave of absence return from leave, retirement, resignation, separation from employment, or death.









            23

        ARTICLE 27
        MISCELLANEOUS PROVISIONS

        27:1 This agreement shall be construed as though it were Board and Association Policy for the items contained herein for the term of said Agreement and the Board and the Association shall carry out the commitments contained herein and give them full force and effect as though they were Board and Association Policy.

        27:2 Pursuant to Chapter 123, Public Law 1974, State of New Jersey: "Proposed new rules or modifications of existing rules governing working conditions shall be negotiated with the majority representative before they are established."

        27:3 If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, than such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.

        27:4 Any individual contract between the Board and an individual employee heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.

        27:5 This Agreement incorporates the entire understanding of the parties on all matters which were or could have been the subject of negotiations. During the terms of this Agreement, neither party shall be required to negotiate with respect to any such matter, whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or executed this Agreement.

        27:6 Copying of this Agreement shall be reproduced at the expense of the Board within thirty (30) calendar days after the Agreement is signed. The Agreement shall be presented to all employees employed by the Board.

        27:7 Whenever any notice is required to be given by either of the said parties to this Agreement to the other, pursuant to the provision(s) of this Agreement, either party shall do so by telegram or registered letter at the following addresses:
            a. If by Association, to the Board through the Superintendent of Edgewater Park Township Schools, 25 Washington Avenue, Edgewater Park, NJ PO Beverly, NJ 08010.
            b. If by Board to the home address of the President of the Association.











        24
        ARTICLE 28
        DURATION OF AGREEMENT

        28:1 It is agreed between the parties that this contract shall be effective for the period July 1, 2004 through June 30, 2007 provided however that the salary and fringe benefit schedules, annexed as "A", "B", "C", "D", "E", "F", "G" shall be applicable to the academic years, September 2004 through June 2007. Impasse procedures specified by law may be resorted to in the event of an impasse in either of said negotiations. This Agreement shall not be extended orally, and it is expressly understood that it shall expire on the date indicated, unless it is extended in writing.

        28:2 In witness whereof the Association has caused this Agreement to be signed by its President and Secretary and the Board has caused this Agreement to be signed by its President, attested by its Secretary and its corporate seal to be placed hereon, all on the day and year first written above.

        ASSOCIATION BOARD OF EDUCATION

        BY BY

        ________________________ ________________________
            President President

        ________________________ ________________________
            Secretary Secretary
        remove
        YEAR 2
        YEAR 3
        first 3 steps
        YEAR 1
        2005-06
        2006-07
        NEW STEPS
        Base Year
        2004-05
        2006-07
        2003-04
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        Step
        Step
        1
        Step
        1
        2
        Step
        1
        2
        3
        1
        2
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        1
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        2
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        3
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        7
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        5
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        9
        6
        7
        8
        9
        10
        7
        8
        9
        10
        11
        8
        9
        10
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        9
        10
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        12
        13
        10
        11
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        12
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        25Schedule A-1

        EDGEWATER PARK TOWNSHIP SCHOOLS
        Teachers Salary Guide 2004 – 2005
        2004-05
        Salary Guide
        Step
        BA
        BA+9
        BA+18
        BA+27
        MA
        MA+9
        MA+18
        MA+27
        DOC
        1
        37,246
        37,546
        37,846
        38,146
        39,246
        39,846
        40,246
        40,646
        42,246
        2
        37,546
        37,846
        38,146
        38,446
        39,546
        40,146
        40,546
        40,946
        42,546
        3
        37,853
        38,153
        38,453
        38,753
        39,853
        40,453
        40,853
        41,253
        42,853
        4
        38,161
        38,461
        38,761
        39,061
        40,161
        40,761
        41,161
        41,561
        43,161
        5
        38,519
        38,819
        39,119
        39,419
        40,519
        41,119
        41,519
        41,919
        43,519
        6
        38,878
        39,178
        39,478
        39,778
        40,878
        41,478
        41,878
        42,278
        43,878
        7
        39,237
        39,537
        39,837
        40,137
        41,237
        41,837
        42,237
        42,637
        44,237
        8
        40,590
        40,890
        41,190
        41,490
        42,590
        43,190
        43,590
        43,990
        45,590
        9
        42,755
        43,055
        43,355
        43,655
        44,755
        45,355
        45,755
        46,155
        47,755
        10
        45,128
        45,428
        45,728
        46,028
        47,128
        47,728
        48,128
        48,528
        50,128
        11
        47,814
        48,114
        48,414
        48,714
        49,814
        50,414
        50,814
        51,214
        52,814
        12
        50,407
        50,707
        51,007
        51,307
        52,407
        53,007
        53,407
        53,807
        55,407
        13
        53,154
        53,454
        53,754
        54,054
        55,154
        55,754
        56,154
        56,554
        58,154
        14
        55,748
        56,048
        56,348
        56,648
        57,748
        58,348
        58,748
        59,148
        60,748
        15
        61,236
        61,536
        61,836
        62,136
        63,236
        63,836
        64,236
        64,636
        66,236
        16
        65,126
        65,426
        65,726
        66,026
        67,126
        67,726
        68,126
        68,526
        70,126
        17
        66,833
        67,133
        67,433
        67,733
        68,833
        69,433
        69,833
        70,233
        71,833
        18
        67,345
        67,645
        67,945
        68,245
        69,345
        69,945
        70,345
        70,745
        72,345


        Longevity: $250 after 3, 6, 10, 15, 20, and 25 continuous years in Edgewater Park Schools

















        26


        Schedule A-2

        EDGEWATER PARK TOWNSHIP SCHOOLS
        Teachers Salary Guide 2005 – 2006
        2005-06
        Salary Guide
        Step
        BA
        BA+9
        BA+18
        BA+27
        MA
        MA+9
        MA+18
        MA+27
        DOC
        1
        38,135
        38,435
        38,735
        39,035
        40,135
        40,735
        41,135
        41,535
        43,135
        2
        38,435
        38,735
        39,035
        39,335
        40,435
        41,035
        41,435
        41,835
        43,435
        3
        38,735
        39,035
        39,335
        39,635
        40,735
        41,335
        41,735
        42,135
        43,735
        4
        39,050
        39,350
        39,650
        39,950
        41,050
        41,650
        42,050
        42,450
        44,050
        5
        39,416
        39,716
        40,016
        40,316
        41,416
        42,016
        42,416
        42,816
        44,416
        6
        39,784
        40,084
        40,384
        40,684
        41,784
        42,384
        42,784
        43,184
        44,784
        7
        40,151
        40,451
        40,751
        41,051
        42,151
        42,751
        43,151
        43,551
        45,151
        8
        41,536
        41,836
        42,136
        42,436
        43,536
        44,136
        44,536
        44,936
        46,536
        9
        43,751
        44,051
        44,351
        44,651
        45,751
        46,351
        46,751
        47,151
        48,751
        10
        46,179
        46,479
        46,779
        47,079
        48,179
        48,779
        49,179
        49,579
        51,179
        11
        48,928
        49,228
        49,528
        49,828
        50,928
        51,528
        51,928
        52,328
        53,928
        12
        51,581
        51,881
        52,181
        52,481
        53,581
        54,181
        54,581
        54,981
        56,581
        13
        54,392
        54,692
        54,992
        55,292
        56,392
        56,992
        57,392
        57,792
        59,392
        14
        57,047
        57,347
        57,647
        57,947
        59,047
        59,647
        60,047
        60,447
        62,047
        15
        62,663
        62,963
        63,263
        63,563
        64,663
        65,263
        65,663
        66,063
        67,663
        16
        66,643
        66,943
        67,243
        67,543
        68,643
        69,243
        69,643
        70,043
        71,643
        17
        68,390
        68,690
        68,990
        69,290
        70,390
        70,990
        71,390
        71,790
        73,390
        18
        68,925
        69,225
        69,525
        69,825
        70,925
        71,525
        71,925
        72,325
        73,925



        Longevity: $250 after 3, 6, 10, 15, 20, and 25 continuous years in Edgewater Park Schools


















        27


        Schedule A-3

        EDGEWATER PARK TOWNSHIP SCHOOLS
        Teacher's Salary Guide 2006 – 2007
        2006-07
        Salary Guide
        Step
        BA
        BA+9
        BA+18
        BA+27
        MA
        MA+9
        MA+18
        MA+27
        DOC
        4=1
        40,750
        41,050
        41,350
        41,650
        42,750
        43,350
        43,750
        44,150
        45,750
        5=2
        41,050
        41,350
        41,650
        41,950
        43,050
        43,650
        44,050
        44,450
        46,050
        6=3
        41,350
        41,650
        41,950
        42,250
        43,350
        43,950
        44,350
        44,750
        46,350
        7=4
        41,650
        41,950
        42,250
        42,550
        43,650
        44,250
        44,650
        45,050
        46,650
        8=5
        42,500
        42,800
        43,100
        43,400
        44,500
        45,100
        45,500
        45,900
        47,500
        9=6
        44,150
        44,450
        44,750
        45,050
        46,150
        46,750
        47,150
        47,550
        49,150
        10=7
        46,400
        46,700
        47,000
        47,300
        48,400
        49,000
        49,400
        49,800
        51,400
        11=8
        49,150
        49,450
        49,750
        50,050
        51,150
        51,750
        52,150
        52,550
        54,150
        12=9
        51,800
        52,100
        52,400
        52,700
        53,800
        54,400
        54,800
        55,200
        56,800
        13=10
        54,600
        54,900
        55,200
        55,500
        56,600
        57,200
        57,600
        58,000
        59,600
        14=11
        57,300
        57,600
        57,900
        58,200
        59,300
        59,900
        60,300
        60,700
        62,300
        15=12
        62,900
        63,200
        63,500
        63,800
        64,900
        65,500
        65,900
        66,300
        67,900
        16=13
        66,900
        67,200
        67,500
        67,800
        68,900
        69,500
        69,900
        70,300
        71,900
        17=14
        68,650
        68,950
        69,250
        69,550
        70,650
        71,250
        71,650
        72,050
        73,650
        18=15
        70,650
        70,950
        71,250
        71,550
        72,650
        73,250
        73,650
        74,050
        75,650



        Longevity: $250 after 3, 6, 10, 15, 20, and 25 continuous years in Edgewater Park Schools

















        28


        SCHEDULE "B" - HONORARIUMS

        EXTRA CURRICULAR ACTIVITIES
        ACTIVITY04/0505/0606/07
        Ridgway Student Council Advisors$1462$1538$1618
        Ridgway Register$1210$1273$1339
        Intramurals (each session)$860$910$960
        Safety Patrol$1336$1405$1478
        Girls Basketball$1578$1660$1746
        Boys Basketball$1578$1660$1746
        Cheerleading$1210$1273$1339
        Talent Show$810$860$910
        Young Astronauts$900$950$1000
        Boys Baseball$1578$1660$1746
        Girls Softball$1578$1660$1746
        Chess Club Advisors (2) Magowan
        (1) Ridgway from January to May @$810$860$910
        Magowan Student Council Advisor$1000$1052$1107
        Magowan Garden Club Advisor$1000$1052$1107
        Overnight reimbursement rate: 2004-05, $150 per night, 05-06, $160, 06-07, $170
        Ridgway 8th grade trip reimbursed at the overnight rate above.

        After school activities or assigned responsibilities, that go beyond the regular teacher's school day will be paid at the hourly rate:
            04/05: $30 05/06: $32.50 06/07: $35
        SCHEDULE "C"
        HOSPITALIZATION

        The Board shall provide and pay the premium for full family coverage, where appropriate, of a health insurance plan through the State Health Benefits Plan.

        The Board agrees to cover all HMO's up to the value of the traditional in house plan.
        SCHEDULE "D" - PRESCRIPTION INSURANCE

        The Board shall provide a $5 Name Brand, $1 Generic and for Mail Order, a $5 Name Brand, $1 Generic Brand (mail order provides a 90 day supply) fully funded family coverage prescription plan.




        29


        SCHEDULE "E"
        DENTAL INSURANCE

        The Board shall provide a full one hundred percent (100%) family dental plan (100%, 80%, 50% and braces) with a maximum limit to $1200 per person per year.
        INSURANCE CARRIER SELECTION

        Nothing contained herein shall deny the right of the Board to determine the carrier for the Dental, Prescription, Blue Cross and Blue Shield plan provided it demonstrates to the Association that any change in carriers will not reduce the range and levels of benefits and services.
        SCHEDULE "F"

        Unused sick leave will be reimbursed at an accumulated daily rate of $60 per day and will apply to professional staff inclusive of secretarial staff.

        1.

        a. For retirement - Entering into by vesting or receiving pension benefits from TPAF/PERS.

        b. Separation from the school district with a minimum age of 50 and a minimum of 10 years of service to the school district.

        c. There will be an individual unused sick leave cap of $15,000 for all new employees hired after July 1, 2001 unless changed by Legislation.

        2. Allow payment of the unused sick day reimbursement to the estate of a deceased employee for employees with 10 or more accumulated years of experience in the district.
        SCHEDULE "G"

        The Board will pay $350 to certified staff for perfect attendance and $250 for up to only two days absent (sick and personal).

        Perfect attendance shall not be negated by staff absences due to religions holidays.












        30





        Years of Service VS Step on Guide
        (For new employee entering District)
        004/2005
        2005/2006
        2006/07
        # Yrs
        Step
        # YrsStep# YrsStep
        1
        1
        111-41
        2
        2
        2252
        3
        3
        3363
        4
        4
        4474
        5
        5
        558-95
        6-7
        6
        66106
        8
        7
        7-87117
        9
        8
        98128
        10
        9
        10913-149
        11-12
        10
        11101510
        13
        11
        12-13111611
        14
        12
        141217-2112
        15-19
        13
        151322-2313
        20-21
        14
        16-20142414
        22
        15
        21-221525+15
        23-25
        16
        2316
        26-28
        17
        24-2617
        29+ 18 27+ 18

        STEP MOVEMENT FOR 03/04 - 06/07
        2003-042004-052005-062006-07
        STEPSTEPSTEPSTEP
        11
        121
        1231
        2342
        3453
        4564
        5675
        6786
        7897
        89108
        910119
        10111210
        11121311
        12131412
        13141513
        14151614
        15161715
        16171815
        17181815
        18181815



                            31
                            Secretaries
                            YEAR 3remove
                            YEAR 2
                            2006-07first 3 steps
                            YEAR 1
                            2005-06
                            NEW STEPS
                            Base Year
                            2004-05
                            2006-07
                            2003-04
                            StepStep
                            Step
                            1
                            Step
                            1
                            2
                            Step
                            1
                            2
                            3
                            1
                            2
                            3
                            41
                            2
                            3
                            4
                            52
                            3
                            4
                            5
                            63
                            4
                            5
                            6
                            74
                            5
                            6
                            7
                            85
                            6
                            7
                            8
                            96
                            7
                            8
                            9
                            107
                            8
                            9
                            10
                            118
                            9
                            10
                            11
                            129
                            10
                            11
                            12
                            1310
                            11
                            12
                            13
                            1411
                            12
                            13
                            14
                            1512
                            13
                            14
                            15
                            1613
                            14
                            15
                            16
                            1714
                            Add 15
                            15
                            16
                            17
                            1816
                            16
                            17
                            18
                            1816
                            17
                            18
                            18
                            1816
                            18
                            18
                            18
                            1816


















        32

        SECRETARY SALARY GUIDES
        Secretaries
        YEAR 1
        YEAR 2
        YEAR 3
        2004-05
        2005-06
        2006-07
        Base Year
        2003-04
        Step
        Salary Guide
        Step
        1
        23,002
        Salary Guide
        Step
        1
        21,375
        2
        23,302
        Step
        1
        19,700
        2
        21,675
        3
        23,602
        4--125,529
        2
        20,413
        3
        22,388
        4
        24,315
        5--226,242
        3
        21,000
        4
        23,000
        5
        25,000
        6--327,000
        4
        21,601
        5
        23,576
        6
        25,503
        7--427,430
        5
        22,100
        6
        24,100
        7
        26,100
        8--528,100
        6
        22,735
        7
        24,710
        8
        26,637
        9--628,564
        7
        23,076
        8
        25,051
        9
        26,978
        10--728,905
        8
        23,676
        9
        25,676
        10
        27,676
        11--829,676
        9
        24,216
        10
        26,191
        11
        28,118
        12--930,045
        10
        24,837
        11
        26,812
        12
        28,739
        13--1030,666
        11
        25,200
        12
        27,200
        13
        29,200
        14--1131,200
        12
        25,792
        13
        27,767
        14
        29,694
        15--1231,621
        13
        26,200
        14
        28,200
        15
        30,200
        16--1332,407
        14
        26,700
        15
        28,700
        16
        30,700
        17--1433,193
        15
        27,200
        16
        29,200
        17
        31,200
        add-1533,979
        16
        27,700
        17
        29,700
        18
        32,838
        18--1634,765
        17
        28,500
        18
        30,911
        18
        32,838
        18--1634,765
        18
        28,936
        18
        30,911
        18
        32,838
        18--1634,765

        $500 LONGEVITY AFTER 10 CONTINUOUS YEARS IN EDGEWATER PARK


















        33








        GRIEVANCE FORM

        School:___________________________________ Date:

        Nature of Grievance:

        Date of Occurrence:_________________________

        Nature and extent of injury, loss or inconvenience:

        Discussed with Supervisor: Yes_______ No_______ Date:

        Results of discussion:

        Reason for dissatisfaction with decision:

        Relief sought:

        Name of Grievant:

        Signature:

        Date:_________________________



















        34


        Edgewater Park BE and Edgewater Park EA 2004.pdf